Lecture Seven Organizational Culture

What Is An Organizational Culture Organizational Culture—also called Corporate Culture, is a system of shared beliefs and values that develops within an organization and guides the behavior of its members.

The Two Levels of Culture The Invisible Level: The Core Culture, which consists of values, beliefs, and assumptions. The Visible Level: Symbols Stories Heroes Rites and rituals

Google’s Organizational Culture Informal Innovative Team-oriented “Make Google a fun place to work”

Environment "We try to provide an environment where people are going to be happy. I think that's a much better use of money than, say, hundred- million-dollar marketing campaigns or outrageously inflated salaries.“ -- Sergey Brin, Google co-founder, in March 2003.

Googleplex Google's original and largest corporate campus

Recruitment “ Google was ranked by Fortune Magazine as the best place in the US to work” “During the dotcom boom in the late 1990s, Google was the only company that did not experience any employee turnover, while all other major tech companies experienced employee turnover rates of around 20-25%.”

Recruitment “ I think one of the hardest things to do is ensure that we are hiring people who possess the kind of traits that we're looking for in a Google-y employee. Google-y is defined as somebody who is fairly flexible, adaptable and not focusing on titles and hierarchy, and just gets stuff done.” --Sullivan, Google Chief culture officer

Recruitment Ten Reasons for Choosing Google?

Ten Reasons for Choosing Google Lend a helping hand -- Google has become an essential part of everyday life – like a good friend. Life is beautiful --Being a part of something that matters and working on products in which you can believe is remarkably fulfilling.

Ten Reasons for Choosing Google Appreciation is the best motivation Work and play are not mutually exclusive We love our employees, and we want them to know it Innovation is our bloodline --Google is the technology leader in organizing the world’s information.

Ten Reasons for Choosing Google Good company everywhere you look Uniting the world, one user at a time Boldly go where no one has gone before There is such a thing as a free lunch after all

The Importance of Culture Organizational Culture Organizational identity Collective Commitment Social system Stability Sense-making Device

The Importance of Culture It Gives Members an Organizational Identity It Facilitates Collective Commitment It Promotes Social-System Stability It Shapes Behavior by Helping Employees Make Sense of Their Surroundings

Geert Hofstede Cultural Dimensions Power Distance Index (PDI) Individualism (IDV) Masculinity (MAS) Uncertainty Avoidance Index (UAI) Long-Term Orientation (LTO)

Power Distance Index (PDI) This refers to the degree of inequality that exists - and is accepted - among people with and without power. A high PD score indicates that society accepts an unequal distribution of power and people understand "their place" in the system. Low PD means that power is shared and well dispersed. It also means that society members view themselves as equals.

Power Distance Index (PDI) CharacteristicsTips High PD Centralized companies. Strong hierarchies. Large gaps in compensation, authority, and respect Acknowledge a leader's power. Be aware that you may need to go to the top for answers Low PD Flatter organizations. Supervisors and employees are considered almost as equals. Use teamwork Involve as many people as possible in decision making

Individualism (IDV) This refers to the strength of the ties people have to others within the community. A high IDV score indicates a loose connection with people. In countries with a high IDV score there is a lack of interpersonal connection and little sharing of responsibility, beyond family and perhaps a few close friends. A society with a low IDV score would have strong group cohesion, and there would be a large amount of loyalty and respect for members of the group. The group itself is also larger and people take more responsibility for each other's well being.

Individualism (IDV) CharacteristicsTips High IDV High valuation on people's time and their need for freedom. An enjoyment of challenges, and an expectation of rewards for hard work. Respect for privacy Acknowledge accomplishments. Don't ask for too much personal information. Encourage debate and expression of own ideas. Low IDV Emphasis on building skills and becoming masters of something. Work for intrinsic rewards. Harmony more important than honesty. Show respect for age and wisdom. Suppress feelings and emotions to work in harmony. Respect traditions and introduce change slowly.

Masculinity (MAS) This refers to how much a society sticks with, and values, traditional male and female roles. High MAS scores are found in countries where men are expected to be tough, to be the provider, to be assertive and to be strong. If women work outside the home, they have separate professions from men. Low MAS scores do not reverse the gender roles. In a low MAS society, the roles are simply blurred. You see women and men working together equally across many professions. Men are allowed to be sensitive and women can work hard for professional success.

Masculinity (MAS) CharacteristicsTips High MAS Men are masculine and women are feminine. There is a well defined distinction between men's work and women's work. Be aware that people may expect male and female roles to be distinct. Advise men to avoid discussing emotions or making emotionally- based decisions or arguments Low MAS A woman can do anything a man can do. Powerful and successful women are admired and respected. Avoid an "old boys' club" mentality. Ensure job design and practices are not discriminatory to either gender. Treat men and women equally

Uncertainty Avoidance Index (UAI) This relates to the degree of anxiety society members feel when in uncertain or unknown situations. High UAI-scoring nations try to avoid ambiguous situations whenever possible. They are governed by rules and order and they seek a collective "truth". Low UAI scores indicate the society enjoys novel events and values differences. There are very few rules and people are encouraged to discover their own truth.

Uncertainty Avoidance Index (UAI) CharacteristicsTips High UAI Very formal business conduct with lots of rules and policies. Need and expect structure. Sense of nervousness spurns high levels of emotion and expression. Differences are avoided Be clear and concise about your expectations and parameters. Plan and prepare, communicate often and early, provide detailed plans and focus on the tactical aspects of a job or project. Express your emotions through hands gestures and raised voices Low UAI Informal business attitude. More concern with long term strategy than what is happening on a daily basis. Accepting of change and risk Do not impose rules or structure unnecessarily. Minimize your emotional response by being calm and contemplating situations before speaking. Express curiosity when you discover differences

Long-Term Orientation (LTO) This refers to how much society values long-standing - as opposed to short term - traditions and values. This is the fifth dimension that Hofstede added in the 1990s after finding that Asian countries with a strong link to Confucian philosophy acted differently from western cultures. In countries with a high LTO score, delivering on social obligations and avoiding "loss of face" are considered very important

Long-Term Orientation (LTO) CharacteristicsTips High LTO Family is the basis of society. Parents and men have more authority than young people and women. Strong work ethic. High value placed on education and training Show respect for traditions. Do not display extravagance or act frivolously. Reward perseverance, loyalty, and commitment. Avoid doing anything that would cause another to "lose face” Low LTO Promotion of equality. High creativity, individualism. Treat others as you would like to be treated. Self-actualization is sought Expect to live by the same standards and rules you create. Be respectful of others. Do not hesitate to introduce necessary changes